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HR Manager – Gofal

Dear Applicant,

Are you an HR professional with a deep rooted value about the wellbeing of the team members you serve? Have you the commitment to make a real difference to service users through driving excellence in people management standards? Are you able to coach line managers to lead change with confidence and empathy? Are you passionate about ensuring good mental health and wellbeing for all?

If that description sounds like you – Gofal would like to hear from you. We are looking for a unique individual to join our HR team as an HR Manager working across Gofal and its two subsidiary companies, Esgyn and GEL.

Reporting to the Director of Organisational Development and Human Resources, you will work closely with line managers across all parts of the organisation to support them in their people management decision making and helping them to manage change. You will love to keep up to the moment with HR best practice, and apply your knowledge to the recruitment and retention of the people who deliver our service. You will lead a small team of administrators to ensure our policies, processes and procedures are thorough, fair and consistent. You will use your skills and creativity to make a real difference to the wellbeing of staff members across three different organisations within the group, and gain a real sense of satisfaction from seeing how that impacts on the wellbeing of our service users.

If you are interested, please apply. We want to meet you.

To help you decide whether this role is for you, in this pack you’ll find:

Information on Gofal Role expectations, competency framework and person specification Application form Equal opportunities monitoring form

Please send us your application form by 9.00 am on Monday October 5th 2015. We won’t be able to consider late applications, so please make sure your application is with us by that time.

Shortlisted candidates will be invited to interview on the 13th/ 14th October 2015.

We look forward to hearing from you,

Very best wishes

Yasmin MottahedinDirector of Organisational Development and Human Resources

HR Manager of 32September 2015

Gofal – what do we stand for?

Our visionGood mental health and wellbeing for all

We work with People living with serious and enduring mental illness who face the most significant

challenges in achieving and maintaining independent lives within communities People experiencing mild to moderate mental health problems that impact on their ability

to achieve and maintain healthy fulfilled lives within communities The public, employers, groups other charities and the media to improve mental health

awareness and promote whole population mental health and wellbeing Politicians, Government officials and health and social care professionals to inform and

improve legislation, policy and practice

Our missionTo have a positive and lasting impact in all that we do

Working together to provide services that we can be proud of Ensuring that the voice of people using our services has a real and meaningful influence on

our work Demonstrating outstanding practice in relation to staff mental health and wellbeing, learning

and development Challenging the way we all think about, talk about and respond to mental health and

wellbeing in all areas of our lives Using our profile, influence and voice to improve legislation, policy and practice Increasing the range and reach of our services through collaboration and targeted and

sustainable business growth Spending our money where it will have the maximum impact

Our aspirations We aspire to:

Work with integrity and dignity Inspire and support people to exceed their expectations Develop a culture that is embracing and respectful of difference Communicate honestly and openly Be an organisation that is ambitious, creative and determined Create environments that are collaborative, supportive and empowering Be respected for our knowledge and expertise


Gofal – what do we do?

Why do we exist?One in four people will experience a mental health problem in any one year. With a UK population of sixty-four million that means sixteen million people in the UK this year, with one hundred and sixty thousand of those in Wales. Figures suggest that this is likely to rise by a further two million by 2030.

Gofal does not exist simply because these problems exist. We exist because we believe that we can be part of the solution. We know that with the right support and treatment people living with mental health problems can and do lead happy and fulfilled lives.

Where are we today?Today we support over two thousand people a year; our recovery model provides a strong evidence based framework to operate within and we are able to clearly evidence the positive difference our services make to people’s lives. Our regular consultation exercises mean that we know exactly what matters to people who use our services and this drives everything we do.

We operate two subsidiary companies, Esgyn and GEL, and together work in thirteen local authority and five Health Board areas. We have a group turnover of £6.3 million, employ over 250 people, and continue to develop and grow.

We firmly believe that we will achieve more by working with others. We have worked hard to develop strong and constructive relationships locally, regionally and nationally. We work closely with statutory, third and private sector colleagues in pursuit of Gofal’s vision.

We are able to recruit and retain a highly skilled, committed and respected workforce. We are Investors in People accredited and a Times Top 100 employer. In our regular Wellbeing Survey, staff report that mental health, wellbeing and recognition are getting stronger year on year.

We have a high level of political influence with evidence of this in legislation and cross government strategy. Our annual Primary Care and Mental Health research is viewed as an important piece of qualitative performance information by Health Boards; and our work developing mental health toolkits with the Wales TUC has recently moved into England.

Our most recent strategy planning event brought Non Executive and Executive teams from Gofal, Esgyn and GEL together to develop ambitious strategies for the future. These strategies continue to focus on sustainable growth, strengthening our financial position in the back drop of challenging economic environments.

Through innovation and a ‘ can do’ approach we have continued to enhance our reputation as the provider of choice helping us to retain existing business, grow new business and support more people.


Where are our challenges and opportunities?

The prevalence of mental health problems and demand on mental health services in the UK is increasing year on year.

With an estimated cost to the UK of £112 billion and £7.2 billion in Wales a strong economic case has been made for investing in early intervention, prevention and whole population wellbeing interventions, in addition to providing high quality treatment and support for people who need them. It is increasingly acknowledged that community based services, close to friends and family with holistic packages of support wrapped around the person is the best way to support recovery for the vast majority of people experiencing mental health problems.

Mental health problems are now the number one reason why people take time off work costing UK employers an estimated £28 million, and £1.2 billion in Wales. Yet employers continue to find supporting people with mental health problems in work the biggest challenge.

Now more than ever there is a role for ‘non health’ organisations to be delivering solutions to these and many other mental health issues.

As competition to retain existing, and grow new business increases along with pressures to reduce costs, our challenge is to retain and develop our business, increase our financial strength whilst ensuring we are able to resource an infrastructure that supports high quality service delivery, a continued ability to influence at a national level and to innovate, develop and grow.

The Organisational Development and HR challenge will be to ensure we have a workforce able to deliver. We will do this by recruiting and retaining the best possible people and providing the best possible working environment where everyone’s mental health and wellbeing matters. It is important for us to provide high quality learning and development opportunities which support our teams to grow. We actively recruit people who have direct personal experience of mental health problems and who have used mental health services, as we believe that this can enhance the service we provide. We will continue to work hard to increase the flexibility of our workforce to ensure that we are best placed to meet the needs of both people using our services and commissioners

If you join us, you will be coming into the organisation at a very exciting time.


GofalHR Manager

Location: Bridgend base with requirement for travel throughout Gofal areas of operation, and occasionally beyond

Salary: £29,000 per annum

Hours: 37 hours per week

Holidays: 26 days annual leave plus bank holidays

Holidays increase by 1 day for each year of service up to a maximum of 30 days.

Pension: Pension in the form of a money purchase pension scheme:

- 5% paid if employee contributes 0.5%- 5.5% paid if employee contributes 1%- 6.5% paid if employee contributes 2% ofr more(in line with Government auto enrolment requirements)

Other Benefits: Income Protection

Life Assurance

Employee Assistance Programme

Opportunities for flexible working

Training and personal development opportunities


Role Expectations

Post: Human Resources Manager

Service: Organisational Development and Human Resources (providing a service to Gofal and its subsidiaries, Esgyn and GEL)

Reporting to: Organisational Development and Human Resources Director

Office Base: Bridgend Central Office (with travel around Gofal, Esgyn and GEL locations)

Hours: 37 hours per week

Job Purpose To lead the HR practice of Line Managers throughout all parts of the organisation, ensuring that change is managed effectively and responsively to the strategic plan.

To lead the recruitment and retention of a flexible workforce which can deliver to the goals of the strategic plan in a cost effective way.

To ensure that HR policies which support the work of the organisation are produced and maintained to uphold current employment law and best practice

To lead on the collation and analysis of HR monitoring data, and use the information to make improvements in the provision of the best possible working environment

To practice and uphold specialist knowledge of employment law and all human resources activities to provide advice, guidance, coaching and training to line managers

To lead HR Administrators to deliver an excellent standard of service to all members of the organisation

To contribute to, and where appropriate, lead special organisational initiatives to support HR excellence.


Role Expectations:

Leading HR Practice

Take an active role in partnering line managers through situations which require an understanding of HR practices and employment law in their everyday team management, including performance management, absence management, disciplinary and grievance.

Partner line managers through re-structuring within their part of the organisation, including redundancy and consultation, and take an active role in organisational change management

Advise line managers with confidence and coach them in their decision making processes

Understand and advise line managers on risk within HR decision making Support managers in delivering HR practice in a cost effective way Deliver regular training sessions through team meetings and within the Core Training

programme to enhance the skills of line managers in their delivery of HR practice

Recruitment and Retention

In conjunction with the Director of OD and HR, plan recruitment strategies which enable the organisation to recruit and retain a flexible workforce which can deliver on the needs of the strategic plan.

Maintain an awareness of flexible working initiatives which can be used to support the organisation to manage changing demands in a speedy and cost effective manner

Support line managers to prepare job descriptions, and person specifications and design recruitment events which deliver the best possible candidates.

Lead the HR Administrators to carry out recruitment processes which are timely and compliant with employment law and organisational policy, including reference and DBS checks.

Ensure that all vacancies are advertised within three working days of notification Coach and develop line managers in recruitment skills Capture and analyse recruitment data on the most cost effective means of

advertising vacancies Ensure recruitment of a full and flexible bank team, to include peripatetic and

annualised hours workers who can respond to changing needs effectively Liaise with agencies to ensure the best and most cost effective service Support line managers to cover vacancies in a way which makes the best use of

available resources in the most cost effective way. Coach line managers in their succession planning, to enable them to make clear and

consistent appraisal of the internal talent pool. Take an active role in planning learning opportunities which support the

organisational development plan.

HR Policy

Develop HR policies and procedures to facilitate the strategic direction of the organisation and meet statutory requirements and best practice.

Ensure all HR policies and procedures are up to date in line with current employment law and organisational values, and plan for their regular review


Ensure that all parts of the organisation have policies which are appropriate to them, and fulfil the requirements of compliance to current employment law and organisational values.

Ensure line managers are updated on any changes to policy Ensure line managers understand their responsibilities in respect of health and safety

legislation, and maintain regular communication with Peninsula to ensure compliance with standards, and support the Director in producing regular HR compliance reporting to the Board.

Plan induction events quarterly, and monitor the effectiveness of organisational and local induction

Maintain an understanding of and compliance to all company data protection and data security standards

HR Monitoring

Lead on the collation of HR measures across all parts of the organisation Analyse the collated information in order to understand trends Discuss insights with the Director of OD and HR to enable quarterly report to the

Board In conjunction with the Director of OD and HR, plan actions to ensure HR targets are

met and measures continually improve. In conjunction with the Director of OD and HR, plan activity to improve the quality of

HR reporting and advise on new measures as appropriate Discuss HR monitoring with Line Managers and advise on actions to improve local

measures

Employment Law guidance and training

Through regular research, networking and attendance at events, maintain an up to date knowledge of employment law and best practice

Ensure that line managers are updated on employment law which affects them, and that they understand the risks involved

Through Core Training and attendance at meetings, deliver sessions which allow line managers to improve their awareness of employment law and the impact on their practice

Use expertise and knowledge to give insights into working practices which can improve the services provided within the organisation

Line management

Ensure that HR Administrators are trained, developed and kept updated to deliver a consistent and quality service to all members of the organisation.

Provide regular supervision and appraisal to HR Administrators. Recruit HR Administrative staff as appropriate to the needs of the business Regularly monitor the quality of the HR Administrative service, to ensure that

personnel files are maintained, and all correspondence is timely and accurate. Ensure that payroll details are maintained accurately and provided on time to

Finance team members. Ensure training and development plans are maintained for all team members Ensure line managers are able to use HR data systems to have immediate access to

the information they need.


Organisational initiatives

Lead on the Investors in People Accreditation for all parts of the organisation, and in conjunction with the Director of OD and HR, plan improvements as a result of feedback

Take an active part in production of evidence required for external accreditation and benchmarking, including Times Top 100 Companies, Mindful Employer

In conjunction with the Director of OD and HR, plan and carry out the bi-annual Staff Wellbeing Survey, analyse results and take action in response to feedback

Ensure that all parts of the organisation are involved in benchmarking or accreditation activity which is appropriate to their sector.

Actively identify and propose actions to enhance staff wellbeing throughout all parts of the organisation

Organisation Expectations:

To carry out all duties in a manner that reflects Gofal’s Aspirations:

Work with integrity and dignity. Inspire and support people to exceed their expectations. Develop a culture that is embracing and respectful of difference. Communicate honestly and openly. Be an organisation that is ambitious, creative and determined. Create environments that are collaborative, supportive and empowering. Be respected for our knowledge and expertise.

GofalPerson Specification

Post: HR ManagerHR Manager of 32September 2015

Essential Desirable Assessed through


Experience

Partnering with line managers in leading change across a range of HR issues

Application/ Interview

Planning and ensuring delivery of organisational change initiatives across a group structure

Application

Developing policy for an organisation, using knowledge of HR best practice

Application

Using HR indicators to assess the performance of the HR function, and planning actions as a result of analysis

Application

Giving clear and confident guidance, support and advice to line managers, including Senior Management Team members on HR related topics

Interview

Delivering training on a range of HR related issues

Application

Demonstration of a proactive approach in ensuring a positive working environment for the organisation

Interview

Qualifications and skills

CIPD membership at Associate or Chartered level

Application

The ability to travel with all areas of operations, and occasionally further afield

Application

Ability to communicate in Welsh Application

Strong IT skills including word processing, use of databases to input information, and Powerpoint

Application/ Skills Assessment

Ability to build and maintain effective working relationships both internally and externally


Knowledge and Understanding

An understanding of the impact that mental ill health, stigma and discrimination can have on people’s lives

Interview


An up to date understanding of employment law and its impact, and commitment to maintain current knowledge

Interview

An understanding of legislation which impacts on the provision of HR services in the sector

Application

Improving the HR skills of line managers through coaching


Ways to involve service users in the further development of the HR service

Interview

An understanding of the importance of the Welsh Language in Wales

Application

Competencies

Be an Ambassador for Gofal by upholding standards of integrity and dignity both outside and inside the organisation

Interview

Enable people to set and achieve high standards for their own performance

Interview

Be an Ambassador for Gofal by upholding standards of respect of difference both outside and inside the organisation

Interview

Use communication to achieve organisational objectives

Interview

Deliver organisational priorities, and identify opportunities for improvement

Interview

Seek out opportunities to collaborate with others internally and externally to the organisation

Interview

Ensure development needs are identified for all team members, and proactively ensure that they are met appropriately

Interview

Applicants for the post of HR Manager will be required to demonstrate evidence of competency at levels 1, 2 and 3; please refer to the Competency Framework below.

Competency Framework


Gofal aspires to: Work with integrity and dignity

Level 1: Demonstrate integrity and dignity in all interactions with others

Maintain appropriate personal boundaries in all interactions with service users, colleagues and external contacts

Express opinions genuinely and honestly, while being mindful of the impact on others Take responsibility for reflecting on own behaviours Maintain confidentiality and be trustworthy in relationships with service users and colleagues Bring to the attention of line managers, any situations where standards of integrity or dignity are

believed to have been breached. Make every effort to deliver on commitments made.

Level 2: Role Model behaviours of integrity and dignity to other team members

Give feedback to colleagues where behaviours are noticed which do not demonstrate integrity or dignity

Help others to understand their responsibilities to act with integrity and dignity Actively seek feedback to understand own personal impact on others, and use personal insights.

Level 3: Be an Ambassador for Gofal by upholding standards of integrity and dignity both outside and inside the organisation

Take ownership for ensuring the team understand their individual and collective responsibilities to treat all service users and colleagues with integrity and dignity

Create a team culture where people are able to give and receive feedback constructively and take ownership for their personal development

Be vigilant and responsive to colleagues who need to express concerns Ensure that new team members thoroughly understand their responsibilities with regards to

integrity and dignity and can clearly describe the standards which they need to maintain Seek for self and others to continually do the right thing, and support colleagues where this

may be difficult for them Maintain the integrity of our values, even when there is pressure from outside forces Demonstrate high levels of integrity and dignity when working with local or national policy and

decision makers.

Gofal aspires to: Inspire and support people to exceed their expectations

Level 1: Support colleagues to deliver at their best

Role model positive and constructive behaviours to service users and colleagues Share knowledge, skills and learning to help others to be at their best. Work in a way that supports and promotes the wellbeing of others. Participate openly and constructively in team meetings Work co-operatively with others, supporting colleagues to deliver their best to service users Actively engage in own supervision and appraisal, preparing and participating fully Maintain high quality standards in file and record keeping Notice and acknowledge great contribution from others


Level 2: Support the team to deliver at its best

Demonstrate flexibility and adaptability to change Support colleagues in managing the emotional impact of their work Actively seek out information to share, which will help the team in its work Take a role in mentoring team members who need help or support Actively suggest ideas for improvement for the team Bring the great contribution of colleagues to the attention of others

Level 3: Enable people to set and achieve high standards for their own performance

Recognise, celebrate and appreciate great contribution at team and organisational level and externally

Hold supervision and appraisal meetings which help individuals to develop and make progress with their performance

Encourage the team to work to goals which are realistic, but stretching Take steps outside own comfort zone, to take forward own development, and support others

to do so Develop a team culture where people feel they can talk about and learn from their mistakes,

with support and openness Effectively use management information to understand where quality can be improved Face into difficult conversations with individuals where necessary, to help them improve their

performance and contribution

Gofal aspires to: Develop a culture that is embracing and respectful of difference

Level 1: Demonstrate respect of difference in all interaction with others

Have a reputation for being a great listener Demonstrate a commitment to the value of equality and respect for diversity Show an awareness of the different needs of people from different backgrounds, cultures and life experiences Seek to understand the perspective of service users through genuine interest and questioning Demonstrate an open mind with people who may have a different viewpoint. Use language which is positive and non-judgmental towards others

Level 2: Role model behaviours underpinned by respect of difference

Give support to others where they may be finding it difficult to deal with issues of equality or difference

Share experiences and knowledge which can help others embrace difference in their work and lives, and take every opportunity to learn more about equality issues

Challenge behaviour which does not demonstrate a respect of difference Work to resolve conflict where it is observed

Level 3: Be an ambassador for Gofal by upholding standards of respect of difference both outside and inside the Organisation

Demonstrate a consistent approach to managing people, based on fairness and maintaining appropriate boundaries


Demonstrate how difference is a strength in teams, and manage conflict which arises in the team setting

Continuously check to ensure that all team members have a genuine commitment to equality Encourage different ways of thinking and problem solving within teams, ensuring that all

colleagues have a voice Be seen as giving a positive voice on issues of difference, both internal and external to the

organisation

Gofal aspires to: Communicate honestly and openly

Level 1: Communicate in a clear and concise way

See communication as a two way process, actively seeking out communication, as well as actively listening to the message delivered.

Use a communication style which is appropriate to the listener Use words appropriately, communicating in language which matches the organisation’s values. Using observation, be able to judge the listener’s response and adapt communication accordingly. Use written and IT based communication to explain key points clearly and effectively, and in

appropriate detail. Role model honesty and openness in communication with others, using genuine care in the delivery of

messages and challenging colleagues to do the same.

Level 2: Adapt communication to the audience

Think in advance about the most effective way to deliver the message, and adapt communication accordingly.

Simplify complex messages where necessary, so that others can understand key points. Use a variety of communication methods with confidence, and understand where each is most

effective. Represent the organisation externally, and be able to speak confidently about its work. Deliver difficult messages with honesty and compassion.

Level 3: Use communication to achieve organisational objectives

Confidently facilitate group meetings and discussions, ensuring that all members participate fully

Deliver organisational messages accurately, with balance and integrity at all times and deal with questions and challenges constructively

Present facts and situations to groups of people in a way which can be clearly understood Explain the work of the organisation to external stakeholders with commitment and positivity Structure meetings to deliver the best outcome, setting clear agendas and agreeing realistic

next steps

Gofal aspires to: Be an organisation that is ambitious, creative and determined

Level 1: Work with a flexible and adaptable approach to achieve agreed outcomes.

Bring energy, passion and excitement into all your work Demonstrate dedication and commitment to the team objectives Have a commitment to ‘never giving up on a person’, even when they are challenging to you Use available time to achieve the best possible outcomes, and be flexible where priorities change


Stay enthusiastic and remain positive through setbacks Work with colleagues and service users to come up with creative solutions Face change with a positive and constructive approach Ask for help and support where it is needed to ensure own wellbeing Use mistakes as a way to learn for the future

Level 2: Identify the best outcomes, solve problems and overcome barriers to achievement.

Actively try out different approaches to tackling problems Generously share ideas for service improvement and better ways of working Build an outcome focus into all aspects of work Support service users and colleagues in positive risk taking, allowing them to overcome barriers and

achieve the best outcomes Help colleagues to deal with changes they may be facing in a way which is right for them Demonstrate resilience when facing challenges, seeking and using the support which you need

Level 3: Deliver organisational priorities, and identify opportunities for improvement

Help people to develop their skills of problem solving, role modelling different approaches Create a culture in which people are not fearful of blame, and in which they feel they can take

positive risks to get the right outcome Keep personal motivation levels high through adversity Create a culture of continuous improvement both internally and externally to the Organisation,

where every individual is committed to pushing the standards upwards Lead a team which is known for its energy and enthusiasm Take responsibility for researching good practice in service delivery, and bring knowledge and

learning back to the wider organisation

Gofal aspires to: Create environments that are collaborative, supportive and empowering

Level 1: Work effectively in partnership with others

Build strong and constructive relationships with colleagues and service users Build and maintain trust with service users and other individuals outside the organisation Seek out contacts in other teams within the organisation, to share learning, support and experience Be seen as a strong representative of the organisation with external contacts, and actively build

networks which can help in delivery of service Work positively through difference of opinion to get to the best outcome

Level 2: Identify new opportunities to seek and share experience with others

Identify contacts inside and outside of the organisation who can support partnership working and collaboration

Share contacts across the organisation, where it may help other teams to develop their service Encourage other team members to make their own contacts inside and outside of the organisation Take an active part in organising events which encourage others to come together to support and

share experience


Level 3: Seek out opportunities to collaborate with others internally and externally to the Organisation

Take a genuine interest in other organisations, identifying mutual areas of interest, and identifying sources of expertise which can be beneficial

Encourage representatives of other organisations to visit and work with teams for mutual benefit

Develop an understanding of the culture and priorities of other organisations, and how they fit with ours

Actively seek feedback on the service we offer from external stakeholders, and use it to improve the service we deliver

Seek out expertise from across the organisation which can help in team development Demonstrate knowledge and expertise that can influence and contribute to local or national

policy, practice and implementation

Gofal aspires to: Be respected for our knowledge and expertise

Level 1: Regularly discuss own development needs with line manager, and attend training events identified.

Take responsibility for seeking out knowledge and finding out information to help own learning. Take an active part in own development, working with your Line Manager to identify your

development needs. Attend all training programmes identified, participate fully and discuss the learning with your Line

Manager afterwards. Reflect on new learning, and how to use it for the best outcome of service users.

Level 2: Proactively identify own development needs and take action to meet them.

Identify any areas in your own performance where you need further development, and understand how best to get the training or experience you need.

Actively seek out others who may have the knowledge or skills you require, and ask for support for your learning.

Clearly understand the link between your learning and delivery of the best outcome for service users. Take on development which is stretching and challenging, where it will have the best results on your

own performance. Show a passion and commitment for keeping updated with new information which impacts on your

own performance and delivery of standards.

Level 3: Ensure development needs are identified for all team members, and proactively ensure that they are met appropriately

Role model commitment to own development and learning Regularly review the development needs of line management reports, having honest

conversations to identify where they need further support with their learning Keep the team updated with new information which will help them in their performance and

delivery of standards Help team members use their learning for the best outcome of service users, reviewing and

reflecting on any training or development sessions they have attended Ensure that team members understand the importance of their own development and attend

agreed training events Demonstrate a commitment to becoming a great coach


Encourage team members to support each other in their learning, through mentoring, buddying and shadowing

Take responsibility for sharing own expertise with colleagues from across the organisation

Application for the post of: HR Manager

Closing date for the receipt of application forms is: 9,00 am Monday 5th October 2015

This page will be removed from the application form before shortlisting, to enable us to shortlist candidates anonymously. Therefore please avoid using your name, elsewhere on the application.

PERSONAL INFORMATION


APPLICATION FORM

Surname

First Names

Address(including postcode)

Contact Telephone NumberE-mail address

REFERENCES

At least one of your references should be a present or most recent employer, tutor, volunteer work supervisor etc. If your most recent employer is not in a similar field but you have worked with a vulnerable client group within the last 5 years then we will also require a reference from this organisation. References will be requested after interview and Gofal reserves the right to contact any previous employer.

Name________________________________

Address: ______________________________

______________________________________

__________________Postcode____________

Telephone no: __________________________

E-mail: ________________________________

Relationship to yourself: __________________

Name________________________________

Address: ______________________________

______________________________________

__________________Postcode____________

Telephone no: __________________________

E-mail: ________________________________

Relationship to yourself: __________________WELLBEING

Gofal is committed to equality of opportunity and welcomes applications from all. When shortlisting applicants, the information used is that which relates to the person specification. Gofal upholds the commitments of the Disability Symbol. Where applicants meet all essential criteria then if a disability is declared an interview will be guaranteed and that applicant will not be further assessed against desirable criteria.

The Equality Act, 2010 defines a disability as:“A physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day to day activities.”

With reference to the above statement do you consider yourself to have any disabilities:

(please delete as appropriate)HR Manager of 32September 2015

If YES, please highlight any additional support or special arrangements you would require if you are shortlisted and invited to interview.

Are you subject to any restrictions which would prevent you from taking employment in the United Kingdom? (Documentary Evidence will be required) (please delete as appropriate)

If YES please provide details:

CRIMINAL CONVICTIONS

Gofal aims to promote equality of opportunity for all with the right mix of talent, skills and potential and as such welcomes applications for employment from a diverse range of candidates, including those with criminal records.

Due to the nature of our work with vulnerable adults, some posts at Gofal are exempt from the provisions of the Rehabilitation of Offenders Act and as such will request information on all convictions including those that would be deemed to be ‘spent’ under this act. Checks are made with the Disclosure and Barring Service and any offer of employment is made subject to receipt of a satisfactory Disclosure.

A criminal record or conviction is not necessarily a bar to employment with Gofal and each case will be decided on the individual circumstances.The above is the policy statement of Gofal, if you wish to see our full procedure then please do contact the office in confidence and a copy will be sent to you.

ADDITIONAL INFORMATION

How much notice are you required to give?

How did you hear of this post? Please specify _____

Are you to your knowledge, known to any Trustee or employee of Gofal? YES/NO* (please delete as appropriate)

Details: _______________________________________________________


I confirm that to the best of my knowledge the information given in this application is true and correct. I understand that if any false information is given it may result in the withdrawal of an offer or termination of employment should I be appointed.

Signed: Date:

EDUCATION(Including secondary, further and vocational education)

Dates Establishment Qualifications and Grades


OTHER TRAINING ATTENDED

Dates Course Details – Title and length of course


EMPLOYMENT

Please provide details of your work history, both paid and unpaid, in chronological order. Please ensure that you do not leave gaps unaccounted for. Gofal reserves the right to contact any of your previous employers

DATES PAID OR

UNPAID

EMPLOYER POSITION AND DUTIES

REASON FOR LEAVING


SUPPORTING STATEMENT

Please use this section to provide your supporting statement which should address the criteria outlined in the person specification. The information provided in this section helps us to determine who to invite for interview. Before completing it you may find it useful to read our Guidance Document for Applicants available on the recruitment section of our website www.gofal.org.uk.

Please attach additional sheets if required.

Please note that we do not accept CV’s in place of this section.

Supporting Statement of Applicant


http://www.gofal.org.uk/

DRIVING

Do you hold a current driving licence? YES/NO

Do you have your own transport, which you would agree to maintain and insure for work purposes?

YES/NO

WELSH LANGUAGE

Do you speak: Welsh as a 1st language ¨ 2nd language ¨ do not speak Welsh


Please return the completed application form by post or e-mail by the stated closing date.

Please Note: If sending via post please ensure you use the correct postage. Gofal cannot accept late applications due to insufficient postage.

By post: HR Department, Gofal, 2nd Floor, Derwen House, 2 Court Road, Bridgend, CF31 1BN

Or by e-mail to: [email protected]

Gofal is striving to ensure equality in its employment policies and as part of this; we are monitoring our recruitment practices. This will help us to identify areas of under-representation in our work force and to assess areas where action is required.

Your co-operation in completing this form would be greatly appreciated. We should stress that any information you give will be strictly confidential to the personnel section.If you do not wish to answer any question (s) this will not affect your application in any way.

Post Applied For………………………………………… Date……………………….


EQUAL OPPORTUNITIES MONITORING FORM

mailto:[email protected]

Where did you see this post advertised…………………………………………..………………

Thank you for your time and co-operation in completing this form.

1. SEXAre you :-

¨ Male¨ Female

¨ Prefer not to say

1a. GENDER IDENTITYIs your gender identity the same as the gender you were assigned at birth?

¨ Yes¨ No


Do you live and work full time in a gender opposite to that assigned at birth?

¨ Yes¨ No


AGEMy age is:-……………………….


2. RELATIONSHIP STATUSAre you:-

¨ Single¨ Married¨ Divorced¨ Widowed¨ Co-habiting¨ Civil Union¨ Domestic partnership



3. DISABILITIES

The Equality Act, 2010, defines a disability as:

“A physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities”

Do you consider yourself to have disabilities?

¨ Yes¨ No


Please specify:

¨ Physical impairment¨ Sight loss or partially sighted¨ Hard of hearing¨ Deaf (non BSL user)¨ Deaf BSL user¨ Learning difficulties¨ Mental and emotional distress¨ A health condition e.g. HIV, multiple sclerosis, cancer


4. MENTAL HEALTHDo you have your own lived experience of mental ill health?

¨ Yes¨ No


Do you have experience of providing care/support to a friend or family member experiencing mental ill health?

¨ Yes¨ No


5. SEXUAL ORIENTATIONI would describe myself as:-


¨ Bisexual¨ Gay¨ Heterosexual¨ Lesbian


6. ETHNIC ORIGINI would describe my ethnic origin as:-

WHITE

¨ British¨ English ¨ Scottish ¨ Welsh ¨ Irish ¨ Traveller

Any other white background, please write…………………………………………………..….

MIXED

¨ White and Black Caribbean¨ White and Black African¨ White and Asian

Any other mixed background, please write in…………………………………………………..

ASIAN, ASIAN BRITISH

¨ Indian¨ Pakistani¨ Bangladeshi¨ Chinese

Any other Asian background please write in……………………………………………...……

BLACK, BLACK BRITISH

¨ Caribbean¨ African

Any other black background please write in………………………………..…………………..



7. RELIGION OR BELIEFI would describe my religion or belief as:-

¨ Buddhist¨ Christian¨ Hindu¨ Jewish¨ Muslim¨ Sikh¨ Any other religion or belief (please specify)…………………………………………¨ No religion


8. LANGUAGE

¨ Welsh ¨ as a 1st language ¨ as a 2nd language

¨ English ¨ as a 1st language ¨ as a 2nd language

Any other please specify (include BSL)………………………………………………………………………

¨ as a 1st language ¨ as a 2nd language

¨ Prefer not to sayPlease return with your application: By post: HR Department, Gofal, 2nd Floor, Derwen House, 2 Court Road, Bridgend, CF31 1BN

Or by e-mail to: [email protected]

This form will be immediately separated from your application form and it will not be seen by the recruitment panel.


mailto:[email protected]

Role Expectations: - Gofal - Thinking differently about … · Web viewHave you the commitment to...

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